How to recruit talents

1. Draw a portrait of the candidate. What kind of team and talents do enterprises need? This needs to be planned in advance

2. Determine the position you need to recruit. Determining the position structure of the team before recruitment is helpful to control the budget within a reasonable range.

3. Recruitment sequence by post. Recruit talents according to the current goals of the enterprise. If you want to generate income, you should focus on recruiting marketing and sales teams.

4. Long-term employment or short-term cooperation adopts flexible employment methods, which can not only utilize talents and skills, but also help the company save costs.

5. choose the right HR.

Have enough affinity. HR is the first window for candidates to contact the company, and it also affects candidates' first impression of the company. Everything HR says and does will affect the feelings and decisions of candidates.

Do things with enough care. To know yourself and yourself, HR must have a clear position for itself and be very familiar with the position, such as corporate culture, industry situation, company salary and welfare system, job requirements and development space.

Formulate enterprise recruitment strategy

First, the employer's brand building makes candidates believe that the founders and enterprises are reliable, the industry has development prospects, and the company has the ability of continuous innovation, which can make it bigger and stronger in the future. If the start-up company is lower than the industry level in terms of salary and benefits, it can provide a broad development platform and rich learning resources for candidates.

Second, it determines whether the talent pool of the industry is sufficient by defining the stage of the company and the development stage of the industry in which the company is located. The talent supply of emerging sunrise industries is relatively scarce, while the talent reserve of mature industries is relatively sufficient. When there is a shortage of talents in the industry, candidates with incomplete counterparts in the industry or specialty can be considered. The principle is to change lines without changing posts and changing posts without changing lines.

Third, the talent layout research talents are distributed regionally. It is usually more expensive to attract talents from developed areas to underdeveloped areas. Start-ups can consider using local materials and setting up offices in places where talents are concentrated to avoid the concerns of talents, which has a relative cost advantage. However, we should fully consider local employment habits, industrial policies and talent policies.

Fourth, determine the salary market positioning. The market position value of salary indicates the competitiveness index of the company in the same region and industry. The higher the position value, the greater the competitiveness. In the case of limited resources, startups can adopt different bands according to the scarcity of talents or the importance of positions, but it is not recommended to exceed the high band value, which will increase labor costs and risks.